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乡镇卫生院医务人员薪酬满意度影响因素的多层线性模型分析
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| 投稿时间： 2015-06-05 最后修改时间： 2015-07-15 摘要点击次数: 2924 全文下载次数: 1723 |
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| 引用本文：魏华林, 张宏, 陈哲娟,等.乡镇卫生院医务人员薪酬满意度影响因素的多层线性模型分析[J].中国卫生政策研究,2015,8(8):16-22 |
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| 魏华林1, 张宏1, 陈哲娟1, 刘金峰2 |
1. 国家卫生计生委人才交流服务中心, 北京 100097;
2. 国家食品安全风险评估中心, 北京 100022 |
| 基金项目:国家自然科学基金(71173159) |
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| | 摘要:目的:调查东、中、西部乡镇卫生院医务人员薪酬水平及满意度的差异,运用多层线性模型(Hierachical Linear Modeling, HLM)探讨影响薪酬满意度的因素,并提出改善建议。方法:采取整群抽样方法抽取东、中、西部9个县的104家乡镇卫生院和909名医务人员进行调查,采用描述、方差分析和多层线性模型等统计方法进行分析。结果:2011年调查地区乡镇卫生院医务人员平均年收入为28 324元,5点量尺上的薪酬满意度为2.77,处于不满意水平,三个地区薪酬水平(F=140.16,P<0.001)和薪酬满意度(F=240.84,P<0.001)的差异均具有统计学意义,其中东部最高,西部次之,中部最低。HLM分析表明,薪酬满意度个体层面的影响因素包括从业时间和日工作量,乡镇卫生院层面的影响因素包括是否实行收支两条线、月均出院人数和财政拨款收入等。结论:乡镇卫生院医务人员薪酬水平和薪酬满意度偏低,东、中、西部区域差异大,可以从完善收支管理制度、绩效工资制度等方面来提升乡镇卫生院医务人员薪酬满意度。 | |
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关键词:乡镇卫生院 医务人员 薪酬满意度 多层线性模型
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| Influencing factors on remuneration satisfaction of medical staffs in township health centers: Based on Hierarchical Linear Model |
| WEI Hua-lin1, ZHANG Hong1, CHEN Zhe-juan1, LIU Jin-feng2 |
1. Health Human Resource Development Centre, National Health and Family Planning Commission of the People's Republic of China, Beijing 100097, China;
2. China National Center for Food Safety Risk Assessment, Beijing 100022, China |
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| | Abstract:Objective: To conduct a survey on the difference in medical staff remuneration level and satisfaction within the eastern, central and western township health centers, explore the influencing factors on remuneration satisfaction, and put forward some suggestions. Methods: 909 medical staff and 104 township health centers from 9 counties in the eastern, central and western regions were investigated. The Descriptive, ANOVA and Hierarchical Linear Model (HLM) methods were used to analyze the survey results. Results: Average annual medical staff remuneration was 28 324 Yuan in 2011 and the remuneration satisfaction was 2.77 in five-point scale. The difference between the remuneration level (F=140.16,P<0.001) and remuneration satisfaction (F=240.84,P<0.001) among three regions was statistically significant. The HLM analysis indicated that the working time, workload per day in individual level and whether by practicing the policy of separation between revenue and expenditure, the number of average monthly discharged patients and the fiscal appropriation income in the township health centers level affected the remuneration satisfaction. Conclusions: The medical staff remuneration level and satisfaction in the township health centers were low, both having a great regional difference. Therefore, the improvement of the medical personnel remuneration satisfaction is obtained through improving the revenue and expenditure, and the performance-based pay system. | |
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